Anti-Harassment Policy

1. Purpose & Scope

At That Is A Q, we believe that innovation thrives in environments where everyone feels safe, respected, and valued. This policy applies to all employees, contractors, interns, clients, vendors, and participants in our events, workshops, or digital communities—whether online or in person.

We maintain a zero-tolerance approach to harassment of any kind. This policy complements local employment laws and is designed to establish clear expectations, reporting mechanisms, and protective measures.

2. What Constitutes Harassment

Harassment includes any unwelcome conduct based on actual or perceived characteristics that creates an intimidating, hostile, or offensive environment. This includes, but is not limited to:

• Sexual harassment, including unwanted advances, comments, or visual material
• Discriminatory language or behavior based on race, ethnicity, religion, gender identity, sexual orientation, age, disability, or socioeconomic status
• Threats, intimidation, stalking, or malicious gossip
• Deliberate humiliation, microaggressions, or exclusionary practices
• Online harassment, doxxing, or coordinated campaigns targeting individuals or groups

3. Reporting Process

If you experience or witness harassment, we encourage you to report it promptly. Multiple confidential channels are available:

• Direct Reporting: Contact your manager, HR representative, or any trusted team member
• Secure Email: safety@thatisaq.com (monitored 24/7)
• Anonymous Portal: Accessible via our secure third-party reporting platform
• Event Moderators: Designated safety leads at all physical and virtual gatherings

4. Investigation & Response

Upon receiving a report, our designated compliance team will:

• Acknowledge receipt within 24 hours
• Conduct a fair, impartial, and timely investigation
• Take interim protective measures if necessary (e.g., schedule adjustments, access restrictions)
• Communicate findings and resolution steps to the reporter, within privacy boundaries

Outcomes may include counseling, formal warnings, suspension, termination of employment/contract, or legal referral, depending on severity and evidence.

5. Support Resources

That Is A Q is committed to supporting affected individuals. Resources include:

• Access to licensed employee assistance programs (EAP) for counseling
• Legal consultation referrals (confidential and company-covered)
• Peer support networks and dedicated mental health days
• Workplace accommodations during investigations